L
Lisa M. Leslie
Researcher at New York University
Publications - 45
Citations - 2194
Lisa M. Leslie is an academic researcher from New York University. The author has contributed to research in topics: Diversity (politics) & Cultural diversity. The author has an hindex of 19, co-authored 43 publications receiving 1715 citations. Previous affiliations of Lisa M. Leslie include Northwestern University & University of Maryland, College Park.
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Flexible Work Practices: A Source of Career Premiums or Penalties?
TL;DR: In this paper, the authors integrate theory on signaling and attributions and propose that managers use flexible work practices (FWPs) to improve the career success of their employees, by integrating theory regarding how use of FWPs affects employees' career success.
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Understanding attitudes toward affirmative action programs in employment: summary and meta-analysis of 35 years of research.
TL;DR: The authors summarize and meta-analytically estimate relationships of AAP attitudes with structural features of such programs, perceiver demographic and psychological characteristics, and interactions of structural features with perceiver characteristics.
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Conflict Cultures in Organizations: How Leaders Shape Conflict Cultures and Their Organizational-Level Consequences
TL;DR: It is found that leaders' own conflict management behaviors are associated with distinct unit conflict cultures, and it is demonstrated that conflict cultures have implications for macro branch-level outcomes, including branch viability and branch performance.
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The stigma of affirmative action: : A stereotyping- based theory and meta-analytic test of the consequences for performance.
TL;DR: In this article, the negative effect of Affirmative Action Plans (AAPs) on targets' self-evaluated and objective performance is driven by perceptions of low self-competence, negative state affect, and perceived stereotyping by others.
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Diversity Initiative Effectiveness: A Typological Theory of Unintended Consequences
TL;DR: The purpose of diversity initiatives is to help groups that face disadvantage in society achieve better outcomes in organizations, but they do not always work as intended as mentioned in this paper, and the purpose of such initiatives is not to help marginalized groups achieve success.